Scribd
Upload
27 views3 pages

HBO Mod4 Assessment

There are several methods used to measure employee attitudes, including impressionistic observation, guided interviews, questionnaires, and attitude scales. Questionnaires allow employers to gather opinions from many employees at once on topics like communication, work environment, and job satisfaction. The best formal method is attitude scales, which use rating scales for employees to quantitatively self-assess attitudes on dimensions like their views of the retirement program. Supervisors can also assess attitudes through open-ended questions allowing employees to share their job and management impressions.

Uploaded by

Khaycee 0103
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
27 views3 pages

HBO Mod4 Assessment

There are several methods used to measure employee attitudes, including impressionistic observation, guided interviews, questionnaires, and attitude scales. Questionnaires allow employers to gather opinions from many employees at once on topics like communication, work environment, and job satisfaction. The best formal method is attitude scales, which use rating scales for employees to quantitatively self-assess attitudes on dimensions like their views of the retirement program. Supervisors can also assess attitudes through open-ended questions allowing employees to share their job and management impressions.

Uploaded by

Khaycee 0103
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 3

Methods on How Employee Attitudes are Measured

Work is where most people spend a lot of their time. Many people work late at night and
on weekends to achieve results, and head to work early in the morning and leave late in the
evening. For many people, work is a means of becoming financially independent and
successful; for others, work is a means of doing what they enjoy. In the workplace, different
people have different values. You can consider motivation, results, and a healthy work
environment as values. If employees are not motivated, their work performance drops, they fail
some responsibilities, clients are dissatisfied, and It causes several specific issues, all of which
add to the company's problems. Employees who are motivated perform better. They are in a
better mood, and they like doing all of their jobs. Another value to think about is the result. The
desire to achieve results should be the company's main objective. Employees should spend a
significant amount of time, whether working alone or in a team, planning the possible outcome
of the performance and working toward the goal's achievement. Finally, a healthy environment
refers to a set of guidelines aimed at attaining a single goal: ensuring that all employees are
content with their jobs and the people they work with, as well as removing negative feelings.
The importance of a healthy work environment shows that company executives care about their
employees and want to ensure that conflicts do not arise.

Good leaders always establish a warm, friendly, professional, and respectful


environment. Employee attitudes, as is widely known, are one of many factors that influence an
individual's general health and well-being, as well as his performance, feelings, and actions
inside a company. It has a major part in the success and failure of the organization. The
employees are not likely can live in the organization if they do not have the right attitude.
Employee Attitude Surveys are a common component of organizational training and
development. They provide a picture of your organization's needs. Employee opinions on a
variety of topics, such as the company's performance in communicating its objective to
employees, or local issues such as the quality of the working environment, can be gathered
through these surveys.
There are some methods used for measuring the attitudes of an individual employee.
These are the Impressionistic Method, Guided Interviews, Questionnaires, and Attitude Scale.
The impressionistic method is non-statistical in that it does not lead to quantitative
knowledge. It is based upon the observation of behavior and attitudes. From the point of view of
science, it is the least desirable of the six methods but because it is a method whereby attitude
measures attitude, it is the most widely used.

The second method of measuring attitudes, the guided interview, is a purposeful


conversation in which the interviewer tries to obtain honest and complete answers to a specific
number of questions. Like all interviews, it has the advantage of face-to-face contact. This type
of interview is used most frequently in the industry when considering an applicant for a job. In
addition, an employer or his representative may use it in handling group complaints of workers.
However, it has not been used very often in determining employee attitudes.

The interviewer must follow specific rules during the guided interview. He needs to
maintain his talking to a minimum, asking questions and saying a few words here and there to
impress the interviewee with the importance of what he's stating. The interviewer should never
quarrel or provide advice, and he should be able to delineate between the two.

The third method, the questionnaire, lends itself to the mass-production techniques of
determining employee attitudes. In some respects, there is more similarity than difference
between this method and the guided interview. The questionnaire should be comprehensive and
should ask employees to divulge how they feel about their position, their pay scale, their level of
responsibility, their attitude toward management, their personal thoughts on the business's
overall goals and objectives and how equitably they feel they are treated. The interviewer can
usually observe the subject's feelings and how they respond to questions during the interview.
Although these two methods are similar, the questionnaire is more cost-effective because it can
be administered to a large number of people at once. This method also has the advantage of
removing any potential impact of the interview on the respondent and requiring less expertise or
training on the side of the interviewer than other methods. Its disadvantages include obtaining
no more information than what is offered by the responses to the precise questions and lacking
the spontaneity of an unguided interview.

The fourth and best method of formally measuring employee attitudes is through the use
of attitude scales. As the name implies, an attitude scale is a kind of “psychological yardstick”
which can be used to measure attitudes in a quantitative manner.
There are a number of different techniques available for constructing good attitude
scales, but this is one example:

Rating-Scale Instruments Appropriately named, these are simple scales that are given to
a person to use to rate himself on a given attitude dimension. To illustrate, suppose you wished
to measure workers’ attitudes toward their retirement program. One way of doing this would be
to present each worker with a scale as shown below.

Employee attitudes can have just as much of an impact on a


company's bottom line as product, price, and service levels.
Customers, as well as coworkers and managers, can detect negative employee attitudes.
Supervisors can assess employee attitudes by asking employees a series of open-ended
questions in various circumstances, allowing employees to expound on their impressions of
their jobs, work environments, and management.

Reference:
https://www.yourarticlelibrary.com/employees/methods-used-for-measuring-the-attitudes-of-
individual-employee/46368
https://smallbusiness.chron.com/evaluate-employees-attitude-10156.html

You might also like